PERFORMANCE APPRAISAL APPRAISER S GUIDE

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "PERFORMANCE APPRAISAL APPRAISER S GUIDE"

Transcription

1 PERFORMANCE APPRAISAL APPRAISER S GUIDE

2 TABLE OF CONTENTS INTRODUCTION...3 THE PERFORMANCE APPRAISAL FORM...4 Performance Factors...4 Performance Levels... 5 Performance Appraisal Rating...6 Appraiser s Overview Evaluation...6 Performance Objectives...6 New Performance Objectives...6 Development and Training...7 Employee Post-review Comments...8 Signatures...8 EMPLOYEE SELF-APPRAISAL...9 Employee self-appraisal Overview...9 GENENERAL PROCEDURES FOR SUPERVISORS...10 Preparing for Appraisal Interviews...10 CONDUCTING THE APPRAISAL INTERVIEW...11 COMPENSATION

3 INTRODUCTION The Performance Appraisal process provides a mechanism for employees to contribute to the achievement of UMKC s vision and organizational objectives. It facilitates communication between employees and their immediate supervisor by providing a structure for feedback on performance. This document has been designed to clarify the performance measures of the appraisal and take you step by step through the completion of the appropriate forms and provide answers to questions that you might have about the appraisal process. We are committed to the success of the process in order to: 1. Fully develop employee potential and improve communication relating to performance. 2. Provide a method to reward employees on a merit basis (Based on overall budget considerations). 3. Improve productivity and the performance of the University. 4. Reinforce UMKC s mission, value and culture. The success of the process depends on your understanding and use of the performance appraisal as an opportunity to improve productivity and develop the full potential of the employees you supervise. The appraisal process works only when employees know what is clearly expected of them. Defining the expectations is the joint responsibility of the employee and the supervisor. Using the job description as a starting point, employees and supervisors must develop a mutual understanding of the roles, responsibilities and expectations of the position. The objectives of the performance appraisal are to provide feedback on the past performance of employees, to agree on standards for future performance, and to develop goals and objectives for personal and professional growth. For these objectives to be achieved, both managers and their staff must have a good understanding of the process and fully support it. The performance appraisal, however, is not a substitute for periodic and continuous review of an employee s job performance. Supervisors should conduct reviews regularly during the year in order to discuss the employee s progress toward accomplishing desired results and to address on-going issues. Good employee relations are built upon fair and equitable treatment. We must base our treatment of employees on definite standards, applied fairly and without discrimination. The Performance Appraisal is a tool to honestly and objectively evaluate performance. 3

4 THE PERFORMANCE APPRAISAL FORM The Performance Appraisal Form is used to evaluate an employee s performance using defined factors and levels of performance applied fairly and consistently to all employees. PERFORMANCE FACTORS Performance Factors represent areas of individual performance that are essential to success in the position and to the success of the particular UMKC organization. Each position and functional area within UMKC has specific job expectations associated with these Performance Factors. There are seven performance factors identified for all employees and one additional optional factor. The seven performance factors are: Communication Customer Service Cooperation/Teamwork Quality Productivity/Core Organizational/Business Skills Job Knowledge/Technical Proficiency Professionalism. The three additional Performance Factors have been identified for employees in positions with supervisory responsibility are: Performance Management Leadership Unit Achievement/Fiscal Management 4

5 PERFORMANCE LEVELS You will rate each Performance Factor, on a scale of 1 to 5, as it relates to the employee s performance. Specific, objective comments should be included to support the ratings. You must include specific supporting comments for each specific rating which is particularly high or low. Managers and employees must share a common understanding of what each rating signifies, and use them consistently. The five Performance Levels are: 5 Outstanding: Reserved for the individual whose work performance clearly and consistently superior to the standards required for the position. This caliber of performance is easily recognized by others in related areas as well as outside of the individual s own group or function. The individual is successful in unusual and adverse situations, meets extraordinary business challenges with little or no guidance and sets a positive example for others. Results significantly exceeded performance standards/objectives over a sustained period. 4 - Exceeds Expectations: This individual exceeds most requirements of the position, including all key areas. This rating demonstrates a level of accomplishment that goes beyond reasonable and demanding standards, particularly in key knowledge, skills and abilities. Performance is characterized by high achievement and the individual demonstrates planning and execution of all routine functions and most major functions with minimal guidance. 3 Achieves Expectations: This individual demonstrates a level of accomplishment that clearly fulfills expectations and at times exceeds them. It reflects good, solid and consistent performance. Has demonstrated ability to execute and control routine functions and several major functions with occasional guidance. 2 - Minimally Meets Expectations: This individual demonstrates a level of accomplishment that is below the standards of performance and does not meet or marginally meets the requirements. This individual demonstrates an inconsistent level of achievement and requires more direction and guidance than normally expected for routine functions. 1- Needs Significant Improvement: This individual s performance does not meet expectations and is not acceptable. Requires close supervision and direction. This individual has been counseled yet fails to remedy deficiencies in required skill and knowledge. Corrective action is needed. Below are some tips for completing the first section of the performance appraisal form (the Performance Factors): Write succinct summary statements that describe accomplishments. Describe the individual s performance results; identify as many strengths and achievements as possible. 5

6 Indicate where and how results were met, exceed, or fall short of desired outcomes; identify key areas where performance could be improved. Make sure descriptions are specific rather than general. Make sure descriptions are factual and verifiable. Be prepared to answer questions and provide explanations and examples, in addition to suggestions for improvement. PERFORMANCE APPRAISAL RATING In this section, the performance appraisal rating will be calculated. First total all the points assigned in the Performance Factor section. Next, divide by the number of Performance Factors used to evaluate the employee to determine the overall Performance Appraisal Rating. APPRAISER S OVERVIEW EVALUATION The Appraiser s Overview Evaluation is a composite statement of the employee s performance. The comments should be consistent with the ratings and remarks made in the previous sections of the form. It is a narrative overview of the employee s work performance during the review period. Your comments should convey an overall sense of value and performance. PERFORMANCE OBJECTIVES In this section, you will evaluate goals/objectives from the previous period. This can be done with bullet points; a numerical rating is not needed. Specify whether or not the objective was accomplished, to what degree, and whether or not it was completed within the timeframe established. NEW PERFORMANCE OBJECTIVES In the new Performance Objectives section, you will identify specific expectations, objectives, or development plans for the next review period. Each objective/goal must pertain to a function or task specified in the employee s job description, a strategic initiative, or operational enhancement. Objectives must be measurable and observable. You must complete this prior to the appraisal interview; however, you may wish to revise or add to the list during the appraisal interview. The objectives should be jointly agreed upon by you and your employee. Performance objectives may also need revising during the review period as the position expectations change. 6

7 An objective is a highly specific statement about what needs to be accomplished, and reflects a significant end result that is not part of an ongoing day-to-day job responsibility. Objectives are achieved within specific time and resource constraints. Objectives should be: Expressed in terms of end results rather than in the tasks that go into meeting those end results. Challenging yet achievable. Aligned with the goals of the functional group and the University. Take into account conditions that exist, i.e., tenure in position, controllable factors, etc. DEVELOPMENT AND TRAINING In this section, you and your employee will jointly assess training needs and development assignments or activities for the next review period to help them in their job and their career growth. You should discuss the rationale for the training and ask the employee how they think they will benefit from the training and apply it to their jobs. Be realistic in terms of budget and time constraints. Do not promise something that you will not be able to follow through on later. Focus on activities that enhance current performance or prepare the employee for greater challenges or career advancement. List specific activities to be carried out by the employee and indicate a date or time frame for the activity to be completed. Training and/or development can be internal or external and on or off-the-job. On-the-job resources include: Training with a senior member of your team, a member of management, or a person from another department. Company training session Staff meetings Special assignments Reading selected periodicals/trade publications Meetings with selected in-house professionals Off-the-job resources include: Seminars/workshops Correspondence courses Professional/technical associations Personal improvement courses public speaking, business writing University courses/adult education 7

8 EMPLOYEE POST REVIEW COMMENTS This section is for the employee to add hand-written comments following the performance appraisal interview. Statements provided could address comments about their performance or other aspects of the performance appraisal and/or process. SIGNATURES The signature of the immediate supervisor on the completed form indicates that this is the immediate supervisor s fair and accurate appraisal of the employee s performance and that the immediate supervisor has communicated their feedback to the employee. The employee s signature indicates neither agreement nor disagreement with the appraisal. It does indicate that the supervisor has reviewed the information; the employee has read the document; and that the supervisor and the employee have discussed the appraisal. 8

9 EMPLOYEE SELF APPRAISAL Employee s thoughts about performance are an important part of the Performance Management Process. The Self Appraisal provides a tool for the employee s participation in the appraisal process. The purpose of the Employee Self Appraisal form is to obtain the employee s comments regarding job strengths, developmental needs, and actions that might be taken to improve performance. Employees should be encouraged to complete the form with specific comments. The comments should familiarize you with the employee s thoughts, perceptions, and expectations. Their comments should also provide an opening to discuss performance development including areas of needed improvement and resources available for improving those areas. It may also provide you with insight regarding things affecting their work environment, contributions they feel they have made, and suggestions for changes and improvements. Ask your employee to complete the Employee Self Appraisal prior to the appraisal interview and to bring it to the interview. It is an integral component of the appraisal interview. The Employee Self Appraisal will be attached to the completed Performance Appraisal document and submitted to Human Resources. 9

10 GENERAL PROCEDURES FOR SUPERVISORS Below are general procedures that Supervisors should review in preparation of their employees performance appraisal interviews: 1. Schedule the interview with the employee in advance. BE sure to allow adequate time to prepare (1-2 weeks) and adequate time for the interview itself (a minimum of 1 hour is recommended). 2. Ask the employee to complete the Employee Self Appraisal Form. 3. Review any notes that you have kept on the employee during the year to remind yourself of earlier observations about the employee s performance. Re-familiarize yourself with the employee s position description. 4. Evaluate and document the employee s performance on the appraisal form. 5. If a second review is desired, give the completed evaluation form to your next level manager. 6. Conduct the performance appraisal interview with the employee on the scheduled date and time. Select a location which will provide privacy with no interruptions. 7. After the appraisal interview is conducted and both you and the employee have signed the document, give a copy of the appraisal to the employee. Forward the completed form along with the Employee Self Appraisal form to Human Resources. 10

11 CONDUCTING THE APPRAISAL INTERVIEW The appraisal interview should be a conversation with the purpose of providing feedback on performance, establishing objectives for the upcoming review period, defining development opportunities, and exchanging information. Although each manager may conduct the appraisal in a slightly different manner, these are the basic steps in conducting the appraisal interview: 1. Establish a rapport; put the employee at ease, your goal should be an atmosphere in which both you and your employee can relax and be yourselves. 2. Review the purpose of the interview, pointing out the benefits of the appraisal process 3. Encourage the employee to participate; ask questions, or bring up issues at any time; be prepared to address any questions that arise; this must be a two-way conversation. 4. Review the job itself before you zero in on individual performance in that job. 5. Have the employee share their Employee Self Appraisal with you; discuss any areas of performance you have also noted as well as those that differ. Provide the employee feedback on the areas for development indicated. 6. Provide the employee a copy of the completed appraisal or review a document together. 7. Whenever possible, begin the discussion on a positive not by recognizing accomplishments achieved. 8. Discuss the Performance Factors one by one and the assigned rating to make sure the employee understands what they mean and what you have documented. Discuss and reflect on areas where performance can be improved, and identify areas were desired results were not achieved. 9. Review the overall rating and the Appraiser s Overview Evaluation. 10. Examine objectives from previous appraisal period and assess accomplishments of those goals. 11. Seek agreement on areas where performance can be improved. 12. Set objectives for the next appraisal period and define the plan to achieve those objectives, offer your help by asking what you can do to help the employee carry out these plans. 13. Invite the employee to make comments in the Employee Comments section of the appraisal form if they wish; end the interview on a positive note. 14. Ask the employee to sign and date the form in the space provided; make it clear that their signature does not mean that they agree with every detail of the appraisal, it only indicates that the appraisal has been discussed with them. 11

12 COMPENSATION When conducting the performance appraisal, it is recommended that the subject of compensation not be discussed. Discuss the organizations philosophy of reward based on performance; however, do not discuss specific increase amounts. Recommendations for increases based on the Performance Appraisal ratings will be provided to each department head. (see Salary Increase Guidelines) 12

PERFORMANCE APPRAISAL EMPLOYEE GUIDE

PERFORMANCE APPRAISAL EMPLOYEE GUIDE PERFORMANCE APPRAISAL EMPLOYEE GUIDE TABLE OF CONTENTS INTRODUCTION...3 THE PERFORMANCE APPRAISAL FORM...4 Performance Factors...4 Performance Levels...4 Performance Appraisal Rating...5 Appraiser s Overview

More information

Amherst College Office of Human Resources PERFORMANCE MANAGEMENT PROCESS GUIDE

Amherst College Office of Human Resources PERFORMANCE MANAGEMENT PROCESS GUIDE Amherst College Office of Human Resources PERFORMANCE MANAGEMENT PROCESS GUIDE March 2015 TABLE OF CONTENTS Introduction........................................................... 3 Preparing for the Performance

More information

CITY OF GUNNISON EMPLOYEE PERFORMANCE APPRAISAL FORM 2013

CITY OF GUNNISON EMPLOYEE PERFORMANCE APPRAISAL FORM 2013 CITY OF GUNNISON EMPLOYEE PERFORMANCE APPRAISAL FORM 2013 Name: Position: Anniversary Date in Position: Department: Supervisor: Appraisal Period: from to PURPOSE Communication about performance between

More information

PERFORMANCE APPRAISAL & PLANNING GUIDE

PERFORMANCE APPRAISAL & PLANNING GUIDE PERFORMANCE APPRAISAL & PLANNING GUIDE FOR EMPLOYEES Rev. 2015 1 P age THE PURPOSE & PRINCIPLES OF PERFORMANCE MANAGEMENT Each employee of Baylor University serves an important role in furthering the mission

More information

Chapter 8: Performance Appraisal. Performance appraisal addresses the following objectives:

Chapter 8: Performance Appraisal. Performance appraisal addresses the following objectives: Chapter 8: Performance Appraisal Section 8-1: General Performance appraisal addresses the following objectives: Provides a basis for the determination of the level of performance, to involve the employee

More information

Introduction to the Annual Appraisal Process

Introduction to the Annual Appraisal Process NORWICH UNIVERSITY PERFORMANCE MANAGEMENT Introduction to the Annual Appraisal Process In order to improve the process of performance planning and review for staff at Norwich University, we are proposing

More information

Writing and Conducting Successful Performance Appraisals. Guidelines for Managers and Supervisors

Writing and Conducting Successful Performance Appraisals. Guidelines for Managers and Supervisors Writing and Conducting Successful Performance Appraisals Guidelines for Managers and Supervisors Performance reviews are like compasses They give your exact position and provide direction Office of Human

More information

POLICY STATEMENT AND REGULATIONS

POLICY STATEMENT AND REGULATIONS POLICY STATEMENT AND REGULATIONS Number 100.16 EXEMPT STAFF PERFORMANCE APPRAISAL POLICY POLICY: All exempt District staff shall have their performance reviewed 1) twice during any probationary period

More information

Performance Appraisal Process II. Preparing the Appraisal III. Completing the Appraisal IV. Special Circumstances

Performance Appraisal Process II. Preparing the Appraisal III. Completing the Appraisal IV. Special Circumstances The following frequently asked questions (FAQ s) will help managers and employees prepare for the annual performance appraisal process for full and part-time staff. If your question is not answered below,

More information

Yale University Performance Management Guide

Yale University Performance Management Guide Yale University Performance Management Guide Table of Contents Section Page Philosophy and Intent 3 FOCUS Annual Performance Management Cycle 4 Expectations 5 Starting With the End in Mind 5 Important

More information

I. Purpose of Performance Evaluations

I. Purpose of Performance Evaluations I. Purpose of Performance Evaluations A. Formal evaluations of employee work behavior helps the employer and employee build on the strengths of the employee and identify those areas the employee needs

More information

User s Guide to Performance Management

User s Guide to Performance Management User s Guide to Performance Management University Human Resources Brown University Table of Contents 1 I. Overview 3 II. The Performance Management Cycle 4 III. Performance Management Forms..6 1. Goal

More information

WLUSA/OSSTF Annual Performance Review Guide

WLUSA/OSSTF Annual Performance Review Guide WLUSA/OSSTF Annual Performance Review Guide November 2015 Table of Contents OVERVIEW...3 s are Integral to Laurier's Success... 3 Key Components... 3 Role of the Manager(s) (direct and dotted line)...

More information

Oregon University System

Oregon University System Oregon University System COMPLETING A PERFORMANCE APPRAISAL For Employees in Classified Information Technology Positions Represented by the Oregon Public Employees Union Instructions for Supervisors INTRODUCTION

More information

ADMINISTRATOR PERFORMANCE APPRAISAL GUIDELINES

ADMINISTRATOR PERFORMANCE APPRAISAL GUIDELINES ADMINISTRATOR PERFORMANCE APPRAISAL GUIDELINES The Performance Appraisal Process at Madison College is designed to accomplish the following objectives: Encourage meaningful communication between the employee

More information

FOOTHILL-DE ANZA COMMUNITY COLLEGE DISTRICT

FOOTHILL-DE ANZA COMMUNITY COLLEGE DISTRICT APPENDIX C FOOTHILL-DE ANZA COMMUNITY COLLEGE DISTRICT ADMINISTRATIVE PERFORMANCE APPRAISAL FORM Philosophy and Policy The performance of all Foothill-De Anza Community College District administrators

More information

Sul Ross State University Performance Planning and Appraisal Policy

Sul Ross State University Performance Planning and Appraisal Policy Sul Ross State University Performance Planning and Appraisal Policy.13 A. Purpose: The purpose of this Sul Ross State University Performance Planning and Appraisal Policy is to establish staff performance

More information

Annual Performance Review

Annual Performance Review Annual Performance Review Name: Length of Time in Position: Review Period ( From/To): Title: Length of Time with JCU: Supervisor/Mgr: The purpose of this annual performance review is to engage in open,

More information

Employee Performance Evaluation Form - Administrative Staff

Employee Performance Evaluation Form - Administrative Staff Employee Performance Evaluation Form - Administrative Staff Employee Name: Job Title: Department: Unit: Reviewing Supervisor: Review Period: Period Supervised by Performance Reviewer: Period Employee in

More information

Employee Evaluation. 5= Outstanding: Performance is extraordinary and exceptional. (Outstanding ratings should only be awarded on rare occasions.

Employee Evaluation. 5= Outstanding: Performance is extraordinary and exceptional. (Outstanding ratings should only be awarded on rare occasions. Employee Evaluation Name of Employee: Date of Review: Evaluator Name: Job Title: Years in Job: Performance Evaluation s: 5= Outstanding: Performance is extraordinary and exceptional. (Outstanding ratings

More information

Public Service Commission

Public Service Commission REPUBLIC OF KENYA Public Service Commission GUIDELINES TO THE STAFF PERFORMANCE APPRAISAL SYSTEM (SPAS) IN THE PUBLIC SERVICE 2015 1.0 INTRODUCTION The Staff Performance Appraisal System (SPAS) is a critical

More information

INTRODUCTION PART ONE: REVIEW OF PERFORMANCE ELEMENTS

INTRODUCTION PART ONE: REVIEW OF PERFORMANCE ELEMENTS INTRODUCTION This recommended performance appraisal form incorporates extensive feedback from University of California supervisors and managers. It captures the basic principles of effectively evaluating

More information

EMPLOYEE INFORMATION

EMPLOYEE INFORMATION Catholic Diocese of Raleigh Annual Performance Review EMPLOYEE INFORMATION EMPLOYEE NAME JOB TITLE SUPERVISOR/MANAGER PERIOD COVERED BY THIS APPRAISAL TYPE OF REVIEW Annual SIGNATURE OF REVIEWING MANAGER

More information

BUTLER UNIVERSITY PERFORMANCE MANAGEMENT GUIDE

BUTLER UNIVERSITY PERFORMANCE MANAGEMENT GUIDE BUTLER UNIVERSITY PERFORMANCE MANAGEMENT GUIDE Performance management is the methodical and organized system for monitoring the results of work activities, collecting information and evaluating performance,

More information

TTUHSC Staff Performance Management SUPERVISOR'S GUIDE TO STAFF PERFORMANCE MANAGEMENT

TTUHSC Staff Performance Management SUPERVISOR'S GUIDE TO STAFF PERFORMANCE MANAGEMENT SUPERVISOR'S GUIDE TO STAFF PERFORMANCE MANAGEMENT Page 1 of 13 Table of Contents PHILOSOPHY STATEMENT... 3 PURPOSE OF PERFORMANCE MANAGEMENT... 3 HOW TO USE THE PERFORMANCE MANAGEMENT PROCESS... 4 Phase

More information

MEMORANDUM OF AGREEMENT Performance Management and Appraisal Program (PMAP)

MEMORANDUM OF AGREEMENT Performance Management and Appraisal Program (PMAP) MEMORANDUM OF AGREEMENT Performance Management and Appraisal Program (PMAP) Section 1.0 The Agency retains the right to determine how much of its budget will be allocated for performance awards. Should

More information

Boston University. 2015 Performance Evaluation Program. Administrative Employees Exempt and Non-Exempt

Boston University. 2015 Performance Evaluation Program. Administrative Employees Exempt and Non-Exempt Boston University 2015 Performance Evaluation Program Administrative Employees Exempt and Non-Exempt (excludes staff covered by Collective Bargaining Agreements and Certain Contracts) October 2015 TABLE

More information

Performance Management

Performance Management Performance Management PURPOSE... 1 POLICY STATEMENT... 2 WHO SHOULD KNOW THIS POLICY... 2 DEFINITIONS... 2 REGULATIONS... 3 1.0 TIMING AND FREQUENCY OF APPRAISALS... 3 2.0 PERFORMANCE PLANNING... 3 2.1

More information

FY 2015 Senior Professional (SP) Performance Appraisal System Opening Guidance

FY 2015 Senior Professional (SP) Performance Appraisal System Opening Guidance Office of Executive Resources Office of the Chief Human Capital Officer U.S. Department of Energy FY 2015 Senior Professional (SP) Performance Appraisal System Opening Guidance Table of Contents Contents

More information

OFFICE OF COURT ADMINISTRATION PERFORMANCE PLANNING AND EVALUATION SYSTEM FOR HEADQUARTERS AND COURT COLLECTIONS EMPLOYEES DAVID SLAYTON

OFFICE OF COURT ADMINISTRATION PERFORMANCE PLANNING AND EVALUATION SYSTEM FOR HEADQUARTERS AND COURT COLLECTIONS EMPLOYEES DAVID SLAYTON OFFICE OF COURT ADMINISTRATION PERFORMANCE PLANNING AND EVALUATION SYSTEM FOR HEADQUARTERS AND COURT COLLECTIONS EMPLOYEES DAVID SLAYTON JULY 11,2013 Performance Planning and Evaluation Policy for Headquarters

More information

Individual Development Planning (IDP)

Individual Development Planning (IDP) Individual Development Planning (IDP) Prepared for Commerce Employees U.S. Department of Commerce Office of Human Resources Management Table of Contents Introduction / Benefits of Career Planning 1 Your

More information

EMPLOYEE PERFORMANCE REVIEW GUIDELINES

EMPLOYEE PERFORMANCE REVIEW GUIDELINES EMPLOYEE PERFORMANCE REVIEW GUIDELINES DEPARTMENT OF HUMAN RESOURCES SPRING 2014 Employee Performance Review Guidelines The performance review process helps individual employees and organizations throughout

More information

Evaluating Performance. A Guide to Non-Instructional Academic Staff, Limited, and Exempt Classified Employee Evaluation

Evaluating Performance. A Guide to Non-Instructional Academic Staff, Limited, and Exempt Classified Employee Evaluation Evaluating Performance A Guide to Non-Instructional Academic Staff, Limited, and Exempt Classified Employee Evaluation Training Agenda Why do Performance Evaluations? Employee and Supervisor Roles in Performance

More information

Performance Appraisal Process for the CEO 1

Performance Appraisal Process for the CEO 1 www.simonejoyaux.com Simone P. Joyaux, ACFRE Performance Appraisal Process for the CEO 1 Note: This process and appraisal tool along with Joyaux CEO job description applies, in general to any organization.

More information

PERFORMANCE REVIEW & DEVELOPMENT PLAN GUIDE Administrative Staff & Managers and Technicians & Academic Counsellors

PERFORMANCE REVIEW & DEVELOPMENT PLAN GUIDE Administrative Staff & Managers and Technicians & Academic Counsellors PERFORMANCE REVIEW & DEVELOPMENT PLAN GUIDE Administrative Staff & Managers and Technicians & Academic Counsellors A. Purpose and Outcomes B. Frequency and Timing C. Process: 1. Setting Performance Objectives

More information

F. PERFORMANCE APPRAISAL AND DEVELOPMENT SYSTEM

F. PERFORMANCE APPRAISAL AND DEVELOPMENT SYSTEM F. PERFORMANCE APPRAISAL AND DEVELOPMENT SYSTEM GENERAL POLICY It is the policy of Scott County to regularly evaluate the work performance of its employees and provide them with relevant feedback to enable

More information

Performance Management Manual AUBMC

Performance Management Manual AUBMC Manual 6. Reward Performance 1. Mutually develop performance plan 5. Communicate the evaluation AUBMC 2. Monitor and document performance 4. Evaluate Performance 3. Provide Coaching and Development 1 SECTION

More information

HUMAN RESOURCES. Revised: 04/30/03 Reviewed and Updated 11/11/10. To ensure a means by which employees and their supervisors can:

HUMAN RESOURCES. Revised: 04/30/03 Reviewed and Updated 11/11/10. To ensure a means by which employees and their supervisors can: HUMAN RESOURCES Revised: 04/30/03 Reviewed and Updated 11/11/10 Policy Statement 3: Performance Management Performance Management Program 1. Purpose To establish a Policy for implementing and managing

More information

DePaul Full and Part-Time Staff Performance Management Frequently Asked Questions (FAQs) 2013-2014

DePaul Full and Part-Time Staff Performance Management Frequently Asked Questions (FAQs) 2013-2014 DePaul Full and Part-Time Staff Performance Management Frequently Asked Questions (FAQs) 2013-2014 The following frequently asked questions (FAQ s) will help managers and employees prepare for the annual

More information

Teacher Assistant Performance Evaluation Plan. Maine Township High School District 207. Our mission is to improve student learning.

Teacher Assistant Performance Evaluation Plan. Maine Township High School District 207. Our mission is to improve student learning. 2012 2015 Teacher Assistant Performance Evaluation Plan Maine Township High School District 207 Our mission is to improve student learning. 0 P age Teacher Assistant Performance Evaluation Program Table

More information

College of Design. Merit Pay Rating System. Merit Rating System

College of Design. Merit Pay Rating System. Merit Rating System College of Design Merit Pay Rating System Merit Rating System The College of Design will use the Performance Only model of merit pay. Merit rating system and definition a. Merit pay matrix if defined at

More information

Senior Executive Service Performance Management System. [Agency Name]

Senior Executive Service Performance Management System. [Agency Name] 1. System Coverage Senior Executive Service Performance Management System [Agency Name] The [Agency Name] (hereafter referred to as the agency) Senior Executive Service (SES) performance management system

More information

*This is a sample only actual evaluations must completed and submitted in PeopleSoft*

*This is a sample only actual evaluations must completed and submitted in PeopleSoft* *This is a sample only actual evaluations must completed and submitted in PeopleSoft* Employee information Employee name Position title/department Date of Hire Employee ID number Supervisor s name Today

More information

UC Merced Performance Appraisal Employee Information. Appraisal Ratings. Part One: Core Competencies. Competency Comments: Performance Assessment

UC Merced Performance Appraisal Employee Information. Appraisal Ratings. Part One: Core Competencies. Competency Comments: Performance Assessment UC Merced Performance Appraisal Employee Information Name: Division: Job Title: Department: Supervisor's Name: Title Unit Code: Period Covered By This Appraisal: From: To: Appraisal Ratings Far Exceeds

More information

SUCCESSION PLANNING and LEADERSHIP DEVELOPMENT

SUCCESSION PLANNING and LEADERSHIP DEVELOPMENT SUCCESSION PLANNING and LEADERSHIP DEVELOPMENT TOOLKIT April 2015 CONTENTS 1 Succession planning 3 What is succession planning? Succession planning process Leadership development 4 What is leadership development?

More information

GAO PERFORMANCE MANAGEMENT SYSTEMS. IRS s Systems for Frontline Employees and Managers Align with Strategic Goals but Improvements Can Be Made

GAO PERFORMANCE MANAGEMENT SYSTEMS. IRS s Systems for Frontline Employees and Managers Align with Strategic Goals but Improvements Can Be Made GAO United States General Accounting Office Report to Congressional Requesters July 2002 PERFORMANCE MANAGEMENT SYSTEMS IRS s Systems for Frontline Employees and Managers Align with Strategic Goals but

More information

Introduction and Navigation

Introduction and Navigation Introduction and Navigation This course contains audio. To utilize the audio feature, please make sure your headset or speakers are turned on and working at this time. The buttons you need to navigate

More information

Performance Management Tool 5 Employee Self Evaluation

Performance Management Tool 5 Employee Self Evaluation Performance Management Tool 5 Employee Self Evaluation Annual Performance Review Form Employee Self Evaluation Employee Name: Department: Review Period: Criteria EE ME DR Exceeds Expectations Meets Expectations

More information

Delaware County Human Resources Department Performance Review System Supervisor Guide

Delaware County Human Resources Department Performance Review System Supervisor Guide Supervisors, Managers and Directors, Thank you for reviewing the. This guide is an important source of information regarding the administration of the Performance Review System. The proper application

More information

University of Detroit Mercy. Performance Communication System (PCS)

University of Detroit Mercy. Performance Communication System (PCS) Supervisor Manual 1/5/11 Supervisor Manual Table of Contents The 3 The PCS Process 5 Preparing for the Discussion Meeting 7 Tips for Good Communication 7 Performance Expectations 8 Behavioral Competencies

More information

Senior Executive Service Performance Management System Department of the Interior

Senior Executive Service Performance Management System Department of the Interior Senior Executive Service Performance Management System Department of the Interior 1. System Coverage The Department of the Interior (hereafter referred to as the agency) Senior Executive Service (SES)

More information

STATE BOARD FOR TECHNICAL AND COMPREHENSIVE EDUCATION PROCEDURE

STATE BOARD FOR TECHNICAL AND COMPREHENSIVE EDUCATION PROCEDURE PAGE: 1 of 17 TITLE: EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM (EPMS) (REVIEW DATE OPTION) POLICY REFERENCE NUMBER: 8-4-100 DIVISION OF RESPONSIBILITY: Human Resource Services DATE OF LAST REVISION: May 13,

More information

INTERNSHIP HANDBOOK. For Higher Education and Student Affairs Administration Students, Internship Hosts & the Faculty Internship Coordinator

INTERNSHIP HANDBOOK. For Higher Education and Student Affairs Administration Students, Internship Hosts & the Faculty Internship Coordinator INTERNSHIP HANDBOOK For Higher Education and Student Affairs Administration Students, Internship Hosts & the Faculty Internship Coordinator EDF497 Supervised Internship in Higher Education Educational

More information

WSU TRAINING AND DEVELOPMENT PLAN

WSU TRAINING AND DEVELOPMENT PLAN WSU TRAINING AND DEVELOPMENT PLAN Washington State University (WSU) will provide training in accordance with WAC 357-34. WSU s Training and Development Plan will be based on an assessment of the organization

More information

Supervisor s Performance Management Guide

Supervisor s Performance Management Guide Supervisor s Performance Management Guide 1. Introduction... 2 2. Duties and Job Descriptions... 2 3. Supervisor s Role... 2 4. Goals & Employee Development... 3 5. Annual Performance Evaluation Process...

More information

Employee Self-Evaluation Form

Employee Self-Evaluation Form Employee Self-Evaluation Form Employee Name: Job Title: Department: Performance Review Period: From: JANUARY 1, 2013 To: DECEMBER 31, 2013 PERFORMANCE STANDARDS Complete each performance area described

More information

Preparing for the Performance Review Process

Preparing for the Performance Review Process Preparing for the Performance Review Process 1 HOW AM I DOING? 3 A. WHY CONDUCT PERFORMANCE REVIEWS? 3 A.1 BENEFITS FOR UNIVERSITY 3 A.2 BENEFITS FOR SUPERVISOR/UNIT HEAD 3 A.3 BENEFITS FOR EMPLOYEE 4

More information

Performance Appraisal & Reward System (PARS)

Performance Appraisal & Reward System (PARS) Performance Appraisal & Reward System (PARS) Performance Appraisal Performance Appraisal IPM s/goals. - Review of an employee s contributions to the company against set It serve many purposes within an

More information

Performance Appraisal Handbook For Supervisors. For the evaluation of Non-Instructional Academic Staff (NIAS) and University Staff

Performance Appraisal Handbook For Supervisors. For the evaluation of Non-Instructional Academic Staff (NIAS) and University Staff Performance Appraisal Handbook For Supervisors For the evaluation of Non-Instructional Academic Staff (NIAS) and University Staff Department of Human Resources May 2013 Introduction Performance management

More information

The P s and Q s of Performance Reviews PARTICIPANT WORKBOOK

The P s and Q s of Performance Reviews PARTICIPANT WORKBOOK The P s and Q s of Performance Reviews PARTICIPANT WORKBOOK All rights reserved. No part of this publication may be reproduced or transmitted in any form or by any means, electronic or mechanical, including

More information

PENNSYLVANIA STATE SYSTEM OF HIGHER EDUCATION EMPLOYEE PERFORMANCE REVIEW

PENNSYLVANIA STATE SYSTEM OF HIGHER EDUCATION EMPLOYEE PERFORMANCE REVIEW GENERAL INFORMATION PENNSYLVANIA STATE SYSTEM OF HIGHER EDUCATION EMPLOYEE PERFORMANCE REVIEW Form Applies to AFSCME, NURSES, POLICE & PHYSICIANS TYPE REPORT INTERIM PROBATIONARY ANNUAL EMPLOYEE NAME JOB

More information

Department of Defense INSTRUCTION

Department of Defense INSTRUCTION Department of Defense INSTRUCTION NUMBER 1400.25-V2011 August 14, 2009 Incorporating Change 1, January 15, 2010 USD(P&R) SUBJECT: DoD Civilian Personnel Management System: Defense Civilian Intelligence

More information

ARTICLE 26 - PERFORMANCE APPRAISAL

ARTICLE 26 - PERFORMANCE APPRAISAL ARTICLE 26 - PERFORMANCE APPRAISAL Page 1 The performance appraisal of employees in the AFGE bargaining unit shall he in accordance with this Article and VA Directive 5013 and VA handbook 5013. In the

More information

Tools for Effective Performance Management

Tools for Effective Performance Management Tools for Effective Performance Management TABLE OF CONTENTS Section Page How to Get the Most from the Formal Review Process 2 Six Key Actions to Prepare for the Review 5 Sample Forms 11 How to Deal with

More information

PRESENTATION ON PERFORMANCE APPRAISAL BY: LOUISE AGYEMAN-BARNING

PRESENTATION ON PERFORMANCE APPRAISAL BY: LOUISE AGYEMAN-BARNING PRESENTATION ON PERFORMANCE APPRAISAL BY: LOUISE AGYEMAN-BARNING OUTLINE Definition of Performance Appraisal Why Performance Appraisal (Objectives) Benefits Types of Performance Appraisal Appraisal System

More information

STATE OF SOUTH CAROLINA EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM

STATE OF SOUTH CAROLINA EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM STATE OF SOUTH CAROLINA EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM Name Social Security No. Agency Department Position Classification Date Assigned to Current Position Performance Review From To PLANNING STAGE

More information

The Individual Development Plan. General Guidelines for Charting your Career Path

The Individual Development Plan. General Guidelines for Charting your Career Path The Individual Development Plan General Guidelines for Charting your Career Path Table of Contents Introduction 1 What Is an IDP? 1 When to Prepare an IDP 2 What s in an IDP..2 Competencies....3 Responsibilities

More information

ADS 421. Senior Executive Service (SES) Performance Management System

ADS 421. Senior Executive Service (SES) Performance Management System ADS 421 Senior Executive Service (SES) Performance Management System Partial Revision Date: 05/21/2014 Responsible Office: HR/ELR File Name: 421_052114 Functional Series 400 Personnel Senior Executive

More information

ANNUAL PERFORMANCE EVALUATION FOR NONFACULTY EMPLOYEES BANNER EMPLOYEE ID NUMBER:

ANNUAL PERFORMANCE EVALUATION FOR NONFACULTY EMPLOYEES BANNER EMPLOYEE ID NUMBER: ANNUAL PERFORMANCE EVALUATION FOR NONFACULTY EMPLOYEES NAME: POSITION TITLE: DEPARTMENT/OFFICE: EVALUATED BY BANNER EMPLOYEE ID NUMBER: BANNER POSITION NUMBER: REVIEW DATE: Supervisor ID: INSTRUCTIONS:

More information

Senior Executive Service Performance Management System. U.S. Nuclear Regulatory Commission

Senior Executive Service Performance Management System. U.S. Nuclear Regulatory Commission Senior Executive Service Performance Management System U.S. Nuclear Regulatory Commission 1. System Coverage The Nuclear Regulatory Commission (hereafter referred to as the agency) Senior Executive Service

More information

Managing Performance An Introduction/Refresher. March 15, 2000

Managing Performance An Introduction/Refresher. March 15, 2000 Managing Performance An Introduction/Refresher March 15, 2000 Agenda The process is a resource to help measure and improve performance. The Performance Management Process & Form Performance Planning Integrating

More information

Performance Management. Writing Performance Assessments and Goals 2014

Performance Management. Writing Performance Assessments and Goals 2014 Performance Management Writing Performance Assessments and Goals 2014 Performance Management Writing Performance Assessments and Goals Agenda 1. Performance Management - general 2. UF Assessment Tool Job

More information

If contract or probation indicate start date: end Date:

If contract or probation indicate start date: end Date: Preamble Staff Performance Appraisal is part of the Performance Management System of Kyambogo University. It is used as a management tool for establishing the extent to which set targets within overall

More information

PERFORMANCE AND GOALS EVALUATION

PERFORMANCE AND GOALS EVALUATION PERFORMANCE AND GOALS EVALUATION Name: Date: Position: Supervisor: Appraisal: Annual Other Introduction These are the instructions for using the and Goals Evaluation forms. If you should have any questions

More information

The Health and Family Planning Manager s Toolkit PERFORMANCE MANAGEMENT TOOL

The Health and Family Planning Manager s Toolkit PERFORMANCE MANAGEMENT TOOL The Health and Family Planning Manager s Toolkit PERFORMANCE MANAGEMENT TOOL Part I - Performance Planning and Review System Part II - Developing Performance Objectives Part III - Developing Job Descriptions

More information

PERFORMANCE DEVELOPMENT PROGRAM (PDP) REFERENCE GUIDE

PERFORMANCE DEVELOPMENT PROGRAM (PDP) REFERENCE GUIDE PERFORMANCE DEVELOPMENT PROGRAM (PDP) REFERENCE GUIDE Revised 04/2012 WHAT IS THE PDP? The Performance Development Program (PDP) is Michigan State University s performance appraisal program for support

More information

ACC Performance Excellence Program (PEP)

ACC Performance Excellence Program (PEP) ACC Performance Excellence Program (PEP) Performance Review for Classified, Professional-Technical, Administrative Employees Employee Evaluation of Supervisor s Work Performance (An Upward Evaluation)

More information

INSTRUCTIONS: PERFORMANCE MANAGEMENT FORM

INSTRUCTIONS: PERFORMANCE MANAGEMENT FORM INSTRUCTIONS: PERFORMANCE MANAGEMENT FORM There are 4 phases to the Performance Management System: Performance Planning; Performance Execution; Performance ; and Performance Review. The Performance Management

More information

University of California Regents Policy 7702 Senior Management Group Performance Management Review Process

University of California Regents Policy 7702 Senior Management Group Performance Management Review Process Senior Management Group Performance Management Review Process Approved July 17, 2008 Amended September 16, 2010 and March 29, 2012 Responsible Officer: Vice President Human Resources Responsible Office:

More information

Code of Conduct, Statement of Corporate Purpose, Managing Unsatisfactory Performance, SES Performance Management

Code of Conduct, Statement of Corporate Purpose, Managing Unsatisfactory Performance, SES Performance Management Policy Name: Status: Staff Performance Management Policy and Framework Current Policy Number: 4 Version Number: 3 File reference: Compliance Level: Applies to: Category: Summary Related Policies: ADM/3132P02

More information

9. Performance Appraisal Tools and Techniques 1. Tools Ranking Method Limitations of Ranking Method: Forced Distribution method

9. Performance Appraisal Tools and Techniques 1. Tools Ranking Method Limitations of Ranking Method: Forced Distribution method SEC 9 Page 1 of 5 9. Performance Appraisal Tools and Techniques 1. Tools Performance appraisals are a fact of life for employees and supervisors in most companies. When taken seriously and conducted the

More information

Performance Appraisal Handbook

Performance Appraisal Handbook Working Smarter for America The Department of the Interior s Performance Appraisal Handbook A Guide for Managers/Supervisors and Employees Office of the Secretary Office of Human Resources 10/4/04 #370DM430HB-1

More information

WPI Staff Performance Appraisal Process Guidebook Office of Human Resources Boynton Hall, 2 nd Floor 508-831-5470

WPI Staff Performance Appraisal Process Guidebook Office of Human Resources Boynton Hall, 2 nd Floor 508-831-5470 WPI Staff Performance Appraisal Process Guidebook Office of Human Resources Boynton Hall, 2 nd Floor 508-831-5470 1 February 2, 2009 is the commencement of the WPI annual performance appraisal process.

More information

Town of Sunapee Supervisory Performance Evaluation. Employee Last First Middle. Probationary progress Conclusion of probation

Town of Sunapee Supervisory Performance Evaluation. Employee Last First Middle. Probationary progress Conclusion of probation Town of Sunapee Supervisory Performance Evaluation Date of Evaluation Evaluation Period: From to Employee Department Last First Middle Job Title Anniversary (hire) date Date of appt. to current position

More information

IC Performance Standards

IC Performance Standards IC Performance Standards Final Version 1 23 April 2009 1 TABLE OF CONTENTS BACKGROUND... 3 OCCUPATIONAL STRUCTURE... 4 PERFORMANCE ELEMENT CONTENT MODELS... 7 Professional and Technician/Administrative

More information

Quick Guide. For Administrators. Based on TIP 52 Clinical Supervision and Professional Development of the Substance Abuse Counselor

Quick Guide. For Administrators. Based on TIP 52 Clinical Supervision and Professional Development of the Substance Abuse Counselor Quick Guide For Administrators Based on TIP 52 Clinical Supervision and Professional Development of the Substance Abuse Counselor Contents Why a Quick Guide?...2 What Is a TIP?...3 Benefits and Rationale...4

More information

Employee s Name: Susan Jones. Title: Administrative Officer. Supervisor: Marcia Meadows. Date: April 2, 200x

Employee s Name: Susan Jones. Title: Administrative Officer. Supervisor: Marcia Meadows. Date: April 2, 200x Employee s Name: Susan Jones Title: Administrative Officer Descriptive Performance Review Form Job Definition Supervisor: Marcia Meadows Date: April 2, 200x 1. Attach a current position description; if

More information

Performance Appraisal System

Performance Appraisal System SUPERVISORY MANUAL Performance Appraisal System For a New Century State Workforce State of Hawaii Department of Human Resources Development July 1, 2001 PERFORMANCE APPRAISAL SYSTEM POLICY STATEMENT Public

More information

Exempt Performance Reviews. Date Approved: June 23, 2008 Last Edited: June 3, 2014

Exempt Performance Reviews. Date Approved: June 23, 2008 Last Edited: June 3, 2014 Page: 1 Policy The performance review process is a formal communication which is an integral part of performance management and is tied to compensation. All exempt and management employees will have an

More information

EMPLOYEE PERFORMANCE APPRAISAL FORM

EMPLOYEE PERFORMANCE APPRAISAL FORM EMPLOYEE PERFORMANCE APPRAISAL FORM Name: Job Title: Date: Department: Type of Appraisal: Annual Probationary Self Evaluation Appraisal Period: From: To: Instructions: Please carefully review the employee

More information

Springfield College Performance Planning and Review

Springfield College Performance Planning and Review PERFORMANCE APPRAISAL/ANNUAL REVIEW SPRINGFIELD COLLEGE Employee Name Position Department Supervisor Performance Review Period beginning (month) (year) Job Importance Rating Scale 0 - Not Applicable to

More information

The Individual Development Plan

The Individual Development Plan The Individual Development Plan General Guidelines Table of Contents Introduction 2 What Is an IDP? 2 Purpose of the IDP 3 When to Prepare an IDP 3 Benefits to Employees & Managers 3 Responsibilities 4

More information

MANAGING & EVALUATING EMPLOYEE PERFORMANCE. A Guide to Classified Employee Performance Management & Evaluation

MANAGING & EVALUATING EMPLOYEE PERFORMANCE. A Guide to Classified Employee Performance Management & Evaluation MANAGING & EVALUATING EMPLOYEE PERFORMANCE A Guide to Classified Employee Performance Management & Evaluation OUTLINE Why do performance evaluations? Supervisor s role in performance management Employee

More information

DEPAUW UNIVERSITY PERFORMANCE APPRAISAL PROGRAM Hourly Employees

DEPAUW UNIVERSITY PERFORMANCE APPRAISAL PROGRAM Hourly Employees DEPAUW UNIVERSITY PERFORMANCE APPRAISAL PROGRAM Hourly Employees PART I PURPOSE DePauw University s performance appraisal process is based upon the belief that employees are our most critical resource,

More information

EMPLOYEE APPRAISAL REPORT

EMPLOYEE APPRAISAL REPORT An evaluation of performance and accomplishments for Year Ending December 2007 Employee Name: Employee ID #: Position Title Grade: Annual Appraisal Schedule TASK COMPLETION DATE SUPERVISOR S INITIALS EMPLOYEE

More information

Department of Recreation, Park & Tourism Administration Western Illinois University Employee Performance Appraisal

Department of Recreation, Park & Tourism Administration Western Illinois University Employee Performance Appraisal Department of Recreation, Park & Tourism Administration Western Illinois University Effective employee performance appraisal is important for a number of reasons: 1. To provide feedback to employees by

More information

Position Title: ID #: Evaluation Type: Annual Bi-Annual Other PERFORMANCE RATINGS:

Position Title: ID #: Evaluation Type: Annual Bi-Annual Other PERFORMANCE RATINGS: Mission To conduct education, research and clinical services in the context of community engagement to train health professionals who promote wellness, provide care with excellence and compassion, and

More information

Performance Management Handbook. City of American Canyon

Performance Management Handbook. City of American Canyon Performance Management Handbook City of American Canyon 1 TABLE OF CONTENTS Introduction 1 Background on performance management City Core competencies Performance management model Development of the Core

More information

Manager / Supervisor Performance Review

Manager / Supervisor Performance Review Manager / Supervisor Performance Review SECTION 1 Personal Information (Please print clearly and provide complete & accurate information) Employee Name: Current Review Period: to Job Title: Department

More information

EFFECTIVE PERFORMANCE APPRAISALS

EFFECTIVE PERFORMANCE APPRAISALS EFFECTIVE PERFORMANCE APPRAISALS When used correctly, the performance appraisal process is a useful technique to hold employees accountable for desired results, and aligning them with business strategy.

More information